Rituals And Symbolism Of Islam - 1562 Words

Ceremonies, rituals and symbolism characterize Islamic life. Ceremonies and rituals honor Islamic faith which reflect their values and communicate those values through symbolism. Similar to Judaism law of Halakha, Islam follows Shariah law which governs Muslim nations legal systems and financial regulations, as well as Muslim everyday life. Shariah is meant to uphold the moral standards set by God which is found in the Quran and through the sayings and practices (hadith) of Muhammad (Black, 2012). Hadith of Muhammad makes up the Sunnah body of law, and together the Quran and Sunnah is the highest authority in all of Islam sects and schools. This foundation is what guides Islamic rituals. Halakha shapes and defines all aspects of†¦show more content†¦This allows for knowledge to be passed down from generation to generation, person to person. The Turkish Muslim women s foundation is a tool of empowerment and offers a resistance against the influence of mainstream society. Thes e women are not looking to move away from Islam to an more mainstream secular life, they want a closer relationship where they play an active part. Through the foundation, they have a voice and gain control in their religious life and through rituals communicate this to other Muslim women who are seeking the same. The conceptions behind the construction of hel al space and how public and domestic space is gendered are formed by the historical utopia, express in the Quran and the hadiths (Raudvere, 2014). This is what the women seek to fulfill their spiritual quest. Instead of being relegated to fringes of their faith, they are empowering themselves and others to have an active role in accordance of their faith. A little understood element of Islamic rituals is the ritual purity which purpose has only begun to be studied by Western researchers. As early as the 1990s, ritual purity was not considered a worthwhile topic to study. Many researchers dismissed Islamic ritual purity belie ving it to be meaningless which can be summed up by Kevin Reinhart statement from his 1990 article Impurity: No Danger which he stated Ritual cleansing is only a cleansing for ritual. It shapes no particular perspective on the course of life (Katz,Show MoreRelatedThe Five Pillars to Islam: The Hajj or Pilgrimage to Makkah Essays799 Words   |  4 Pagesfive pillars of Islam arkan-al-Islam†- Its purpose is essentially to facilitate the act of submission to Allah which is pinnacle to all followers of Islam. Perform the pilgrimage and the visit [to Mecca] for Allah Surah 2:196. It has enormous significance, not only for the pilgrim undertaking the Hajj but also for the wider Muslim community, the Umma, as it allows for all individuals to gain unification of faith. Such purpose can be examined through considering various rituals; the stand beforeRead MoreEssay on The Sufi Philosophy in Islamic Faith1274 Words   |  6 Pagesthing I personally found interesting is how this part icular sect of Islam isn’t as popularly spoken of like the Sunni and Shia sects of Islam. Some of the most interesting and distinctive differences in this division of Islam is are wool clothing that the Sufi’s wear along with the most popular practice they are known for, the Whirling Dervishes. Yet these faith has many similarities with many other religions and sects of Islam. Sufism though is a purely ascetic faith that also incorporates severalRead MoreLife Of Pi By Yann Martel1429 Words   |  6 PagesIn the novel, Life of Pi, Yann Martel uses Pi’s difficult journey to show the use of symbolism, motifs, and themes that are throughout the novel. 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The spread of Buddhism and Islamic religion once illustrated similarities in their artwork however;Read MoreEssay Muslims and the Religion of Islam1078 Words   |  5 Pagesdecided to choose the religion of Islam. I decided to pick this religion because of its fast growing rate. It is also different from what I am used to growing up with, so I was interested in learning more. I had learn ed some basic facts after the 9/11 event, but the Muslim religion and culture was still a mystery to me. Picking this topic has helped me learn more about Muslims and will help me better relate to them in my future work. Background and History Islam is the religion for about a fifthRead MoreDifferent Religions, Different Practices, And One Aim Of Righteousness846 Words   |  4 PagesDifferent Religions, Different Practices, and One Aim of Righteousness For decades there have been many controversial arguments between the religions of Christianity and Islam. Many of the controversies have unfortunately resulted in hate crimes, discrimination and segregation. From the difference beliefs both religions practice to the languages they speak to one another, there has always been a conflict between both religions. What I question myself everyday about this controversy is: Why? WhyRead MoreThe Concept Of Religion And Culture1119 Words   |  5 Pagesother scholars. One of the definitions from an anthropologist was Religion con- sists of those values shared by a group of people which are also their most intensely held values. Since such values must be studied by way of their derivative symbolism and ritual, these aspects become in practice part of religion. (Clark, 1958). To certain individuals religion is an important factor of life. It lays a guideline for their way of life and allows them to understand their beliefs, morals, what is acce ptableRead MoreCultural Awareness. In This Paper, The Socio – Cultural1256 Words   |  6 Pagesculture is that any culture, whether it is extinct or not, irrespective of where it is located, shares at least five common characteristics. These characteristics that are shared by all cultures are that the cultures are leaned, shared, based on symbolism, are integrated and are dynamic. Five Characteristics that Define a Culture As noted, any culture across the globe and across time periods, share at least five characteristics. First, all cultures are learned. By birth, people do not know valuesRead MoreIrony In The Lottery By Shirley Jackson1436 Words   |  6 Pagesthe text, the author applies both iron and symbolism as the critical elements of literary approach, to pass across his message to the target audience. 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Examining The Literature On Offender Profiling - 1597 Words

Crime is an issue in every part of the globe and everyone is susceptible to becoming a victim of crime and being capable of crime. There is a strong interest from the Australian society in for criminal behaviour and investigation with television shows such as ‘Underbelly’ which were based on true Australian crime, attracting high ratings from the public. Forensic psychologists conduct Offender Profiling, a forensic procedure which examines the behavioural data provided by witnesses and the crime scene to assist the investigation by predicting the possible characteristics of criminals. This article will examine the literature on Offender profiling Offender profiling developed from both a practical, clinical approach and a statistical aspect in the 1980’s, which, in the beginning was poorly developed and based on weak evidence. However since then it has become the mainstream in Forensic Psychology because of its graduation towards methods that are scientifically justified and elimination of ineffective procedures. Offender profiling procedure involves ‘observation, reflection and construction using available data to predict the likely characteristics of an offender’(Crighton Towl, 2015). The two assumptions central to offender profiling is that the behaviour is consistent across crimes committed and that the crime scene behaviour is similar to the offender characteristics. ‘Jack the Ripper’, a serial killer of the 1880’s, is a classic, early example of Offender profiling,Show MoreRelatedHistorical Analysis : Geographic Crime2536 Words   |  11 PagesStudies were conducted on Communities and Crime, examining census and researcher defined communities and neighborhoods as well as exploration of crime in connection to street blocks and segments, buildings and even addresses (Weisburd et al., 2009). 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Challenges Faced by Managers in Practicing Organisational Behaviour Free Essays

FACULTY OF INFORMATION TECHNOLOGY amp; MULTIMEDIA COMMUNICATION MEI / 2012 BBGO4103 ORGANISATIONAL BEHAVIOUR MATRICULATION NO: 800201085406001 IDENTITY CARD NO. : 800201085406 TELEPHONE NO. : 0127252294 E-MAIL : aimieshazzlins@yahoo. We will write a custom essay sample on Challenges Faced by Managers in Practicing Organisational Behaviour or any similar topic only for you Order Now com LEARNING CENTRE: BANGI LEARNING CENTRE Content Page 1. Introduction and Description of the Selected Organisation2 2. Description of Roles of Managers Based on Mintzberg’s (1973) Model5 3. Challenges Faced By Managers in Practicing Organisational Behaviour12 4. Recommendations On How Managers Can Better Handle The Identified Challenges. 16 5. Summary24 6. Reference 27 7. Bibliography30 Introduction and Description of the Selected Organisation Manager, a term that is so ubiquitous that its definition is commonly assumed. But the need to seek a definition rises proportionally to the drive to increase the productivity and efficiency of business in an ever changing marketplace. Armed with the tools yielded by the science of organizational behaviour, a working definition of this common term can be rendered as well as an answer to, â€Å"What do managers do? † This paper will distinguish the managerial roles practice base on the work of Henry Mintzberg and analyses managerial challenges faced by managers. As a sample of case study I have chosen AirAsia Berhad as, one of the most leading airline companies in Malaysia. The company corporate data are as follows: Corporate Data Company Name:AirAsia Berhad Year Founded:1993 Year Incorporated:2001 Registered Office:AirAsia Berhad (Company No. 284669-W) 25-5, Block H, Jalan PJU 1/37 Dataran Prima, 47301 Petaling Jaya, Selangor Darul Ehsan, Malaysia Contact: (603) – 78809318 (T) / (603) – 78806318(F) Head office:LCC Terminal, Jalan KLIA S3 Southern Support Zone, KLIA 64000 Sepang, Selangor Darul Ehsan, Malaysia Contact: (603) – 86604333 (T) / (603) – 87751100 (F) Website : www. airasia. com Stock Exchange Listing:Main Market of Bursa Malaysia Securities Berhad (Listed since 22 November 2004) (Stock code: 5099) Type of business:Transportation gt; Airline/Aviation (Provision of air transportation services). Company Overview AirAsia needs no introduction in ASEAN, where it is the leading Malaysian-based low-cost airline. AirAsia is Asia’s largest low-fare, no-frills airline and a pioneer of low-cost travel in Asia, connecting people and places across 132 routes, 40 of which are offered by no other airline. Its main hub is the Low-Cost Carrier Terminal (LCCT) at Kuala Lumpur International Airport (KLIA). In 2010, the Group, which includes affiliates AirAsia Thailand and AirAsia Indonesia, reinforced its leadership position with two remarkable milestones: flying its 100 millionth guest and breaking the RM1 billion profit barriers. Voted by over 18. 8 million airline passengers from 100 different nationalities, the World Airline Awardsâ„ ¢ are the most prestigious quality recognition of front-line product and service standards for the world airline industry. With 200 airlines featured, the awards measure customer satisfaction levels across 38 different items of airline front-line product and service, AirAsia won the Skytrax World’s best low-cost airline award in 2007, 2009, 2010 and 2011. It has the world’s lowest operating costs at USD 0. 035/seat-kilometre in 2010. It is also the first airline in the region to implement fully ticketless air travel. Company Vision To be the largest low cost airline in Asia and serving the 3 billion people who are currently underserved with poor connectivity and high fares. Company Mission To be the best company to work for whereby employees are treated as part of a big family * Create a globally recognized ASEAN brand * To attain the lowest cost so that everyone can fly with AirAsia * Maintain the highest quality product, embracing technology to reduce cost and enhance service levels Type of Employees and Size According to the latest annual report (2011), AirAsia employees have reached abo ut 5,137 staff at the year-end of 2011. This employment includes various levels of position which are Board of Directors, Senior Management, Manager, Head, Executive, and Non-Executive. Exhibit 1: Supporting data for employee size retrieved from the Air Asia Annual Report 2011 Description of Roles of Managers Based on Mintzberg’s (1973) Model An appropriate starting point to explore the duties of a manager lies within the function of the management position. The origins of a functional description of management can be found in the works of Henry Fayol. Fayol, originally an engineer that turned to management in late-nineteenth century, he set the foundation for management theory by outlining five primary functions of the manager; planning, organizing, commanding, coordinating and controlling. To fully understand the activities of the manager, it is necessary to delve beyond function to determine how it is expressed. For this, the work of Henry Mintzberg can be applied to illuminate how a manager performs these functions. In The Nature of Managerial Work (1973), Mintzberg proposed that a manager will utilize a combination of ten different roles to achieve their objectives. These roles can be grouped into three broader categories – informational, interpersonal and decisional. Exhibit 2: Mintzberg Managerial Roles Model and Relations Towards Information Handling. Interpersonal roles Interpersonal roles arise directly from a manager’s formal authority and status, and shape relationships with people within and beyond the organisation. The interpersonal group links together the other groups by establishing and maintaining a framework and environment, both externally and internally, that dictates where and how that information is conveyed and to which objectives is it meant to fulfil. There are three types of interpersonal roles – figurehead, leader and liaison. A manager usually maintains a network of relationships, both inside and outside the organisation. Dealing with people, formally and informally, up and down the hierarchy and sideways within it, is thus a major element of the manager’s role. A manager is often most visible when performing these interpersonal roles. In the figurehead role the managers are the symbol, representing the unit in legal and ceremonial duties such as greeting a visitor, sign legal documents, presenting retirement gifts or receiving a quality award. For example, the AirAsia Berhad Group Chief Executive Officer, Tan Sri Dr. Tony Fernandes responsible in signing the company legal documents such as statement by directors for auditing purposes, receives â€Å"Value Airline of the Year† awards from ATW Annual Airline Industry Achievement Awards on behalf of AirAsia Berhad and spokesperson for press interviews by the Starbiz, The Star newspaper on Friday, June 15, 2012 with the headlines â€Å"Tony Fernandes speaks to StarBiz on AirAsia’s future plans†. The evidence of these responsibilities is as follows: Exhibit 3: Signing Legal Documents – retrieved from Airasia Berhad Annual Report 2011 Exhibit 4: The Group CEO on behalf of AirAsia receives Awards â€Å"Value Airline of the Year† The leader role defines the manager’s relationship with other people (not just subordinates), including motivating, communicating and developing their skills and confidence. As leaders, managers have to consider the needs of an organisation and those of the individuals they manage and work with. The leadership roles practice by the Group CEO meets the Mintzberg values as some commented: â€Å"(At AirAsia) there’s no such thing as a male of female pilot. Only good or great pilots. It’s thanks to people like Tan Sri Dr. Tony Fernandes who advocate equal rights. † Nadira Ramli, AirAsia Woman Pilot. â€Å"I ask him what is it that makes this company so different, so successful, and so passionate about everything it does, creating a culture that shows on the faces of every single person in the company. He says, â€Å"Our corporate culture is it. It’s what makes us. † So what is this corporate culture that changes lives and makes this company one of the most successful airlines in the world? It asks the question, â€Å"Hierarchy, what hierarchy? † Tony is a leader and a manager, but he is one of the team also. So his office is smack at the heart of the company, with no walls and no doors. Everyone sees him and he sees everyone. He is Tony to everyone and he is in his polo shirt and with his famous baseball cap. His only vice is that he gets a special parking slot right next to the door of his building, for his two-door white Peugeot. † Fadi Ghandour, Chairman of Wamda and Founder and CEO of Aramex. The liaison role focuses on contacts with people outside the immediate unit. Managers maintain a network in which they trade information and favours for mutual benefit with clients, government officials, customers and suppliers. For some managers, particularly chief executives and sales managers, the liaison role takes a high proportion of their time and energy. From my observations, this role also has been practice in this company. For example, its Commercial Public Relations Executive, Ms Linda Foo Yan Yan, one of her job responsibilities is as liaison and point of contact with respective airports organizations, tourism bureaus and internal departments in order to gain support in promotion and marketing activities. Informational roles Managers must collect, disseminate and transmit information and these activities have three corresponding informational roles: monitor, disseminator and spokesperson. In monitoring what goes on in the organisation, a manager will seek and receive information about both internal and external events and transmit it to others. This process of transmission is the dissemination role, passing on information. A manager has to give information concerning the organisation to staff and to outsiders, taking on the role of spokesperson to both the general public and those in positions of authority. Managers need not collect or disseminate every item themselves, but must retain authority and integrity by ensuring the information they handle is correct. In AirAsia Berhad, this responsibility is hold by Head of Communications, Ms Sherliza Zaharudin. The position is actually similar as company spokesperson and representative. The company image and presentation lies on her hands as she responsible in producing press releases, answering interviews and other corporate affairs. For example, one of her job is writing a press release. First, she must monitor and look up what is goes on in the company by obtaining the true source of the information or verified data from the immediate superior or resources. Then, before she disseminates the information, she needs to analyse and interprets and write up a report in the form of press release. Then, the press release will be submitted to media and press as an official document of announcement to be announced to the public. As a spokesperson, she also has to be alert at the company product and updates as she needs to promote and lobbying the entities. 4. 3. 3 Decisional roles Mintzberg argues that making decisions is the most crucial part of any managerial activity. He identifies four roles which are based on different types of decisions; namely, entrepreneur, disturbance handler, resource allocator and negotiator. As entrepreneurs, managers make decisions about changing what is happening in an organisation. They may have to initiate change and take an active part in deciding exactly what is done – they are proactive. The board of directors of AirAsia Berhad have made many decisions towards being a proactive such as initiate new projects, spot opportunities and identify areas of business development. For example, in October 31, 2003, AirAsia announces the setting up of a new hub in Senai, Johor Bahru, with direct flights to Kota Kinabalu, Kuching, Langkawi and Penang. The full listing of their successful entrepreneurships decision making can be seen in the company annual report 2011, page 5 in the 10 years of achievement section. However, it is very different from their role as disturbance handlers, which requires them to make decisions arising from events that are beyond their control and which are unpredictable. The ability to react to events as well as to plan activities is an important aspect of management. Unfortunately, AirAsia Berhad has been tested in facing such disturbance. It was a first incident that happens to Malaysian aircraft that is most unbearable situation to handle and overcome. The incident was when an AirAsia Airbus A320-216 passenger jets, registered 9M-AHH, sustained substantial damage in a runway excursion accident at Kuching Airport (KCH), Malaysia. Exhibit 5: Cranes are used to remove the plane off the runway Tuesday The airplane operated on flight AK5218 from Kuala Lumpur Subang International Airport (KUL) to Kuching Airport (KCH). The flight landed on Kuching’s runway 25 in heavy rain around but skidded to the right and went off the side of the runway. It came to rest in the grass with the nose gear dug in or collapsed. At the moment of the incident, there were 123 guests on board the flight. Four guests were sent for observation as a precautionary measure and were released shortly after. All other guests are safe and have been attended to accordingly. The resource allocation role of a manager is central to much organisational analysis. A manager has to make decisions about the allocation of money, equipment, people, time and other resources. In so doing a manager is actually scheduling time, programming work and authorising actions. This role without a doubt, have been comply by managers in AirAsia Berhad, especially by the Board of Directors as mentioned in the Statement on Corporate Governance, Annual Report 2011 under the Roles and Responsibilities of the Board. The negotiation role is important as a manager has to negotiate with others and in the process be able to make decisions about the commitment of organisational resources. Mintzberg found that managers don’t perform equally – or with equal frequency – all the roles he described. There may be a dominant role that will vary from job to job, and from time to time. It is important to note that many non-managers in organisations seem to have these sorts of interpersonal, informational and decisional roles. In contrast, the ituations managers deal with differ in the degree of routine, the size and scope and complexity of the activities in which they are involved, and the responsibilities associated with these activities. Challenges Faced By Managers in Practicing Organisational Behaviour The world is changing and as is the case with companies. Companies are no longer steadfast on the theory of recruiting workforce from the same geography for their work to be done. At th e end of the day, the businesses especially the ones which have an unconventional business model believe in the work being done, it does not matter who does it. In such a scenario, recruitment of workforce has become a global activity with at least 25-30% of a company’s workforce being made up of employees recruited offshore. It is quite natural for companies to boast of employees from a cross section of cultural backgrounds. With that comes the challenge of managing and practicing Organizational Behaviour in such companies Challenge of Globalisation One major challenge facing managers in the early 21st century arises from what many commentators have identified as an increasingly international or global business environment. The following factors are frequently cited as potential explanatory factors underlying this trend: i. Communication – improvements in international communication facilities leading to an increased consciousness of differences in workplace attitudes and behaviour in other societies; ii. International competitive pressure – for example, the emergence of newly industrialised and/or free-market nations (the Far East region and former communist bloc countries are often viewed as examples of this phenomenon); iii. The spread of production methods and other business processes across nations and regions; international business activity, for example: overseas franchising or licensing agreements; outsourcing of business units to other countries (call centres provide a topical example); direct foreign investment and the activities of multinational corporations which, by definition, operate outside national boundaries. In broad terms, globalisation refers to organisations integrating, operating and competing in a worldwide economy. The organisations’ activities are more independent across the world rather than confined nationally. Globalisation will also impact on the nature of social responsibilities and business ethics. With globalisation, strategy and structure are inextricably linked. As organisations, and especially large business organisations, adopt a more global perspective this will have a significant effect on the broader context of management and organisational behaviour. Challenge of Workforce Diversity Workplace diversity exists when companies hire employees from various backgrounds and experiences. Many companies see workplace diversity as an investment toward building a better business. Although workplace diversity provides many benefits, it also poses many challenges to employees and managers. To reap the benefits of workplace diversity, employees and managers must understand the challenges and know how to effectively deal with them. Taking full advantage of the benefits of diversity in the workplace is not without its challenges. Some of those challenges are: i. Communication – Perceptual, cultural and language barriers need to be overcome for diversity programs to succeed. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale. i. Resistance to change – There are always employees who will refuse to accept the fact that the social and cultural makeup of their workplace is changing. The â€Å"we’ve always done it this way† mentality silences new ideas and inhibits progress. iii. Implementation of diversity in the workplace policies – This can be the overriding challenge to all diversity advocates. Armed with the results of employee assessments and research data, they must build and implement a customized strategy to maximize the effects of diversity in the workplace for their particular organization. v. Successful Management of Diversity in the Workplace – Diversity training alone is not sufficient for the organization’s diversity management plan. A strategy must be created and implemented to create a culture of diversity that permeates every department and function of the organization. Challenge of Technology Change The major advances in technology that have emerged over the last several decades have had an impact on virtually every aspect of modern life, and the hospitality industry has also been affected by these changes. While keyboards and microchips are probably among the last things guests want to think about as they dip into a creme brulee or lounge in a penthouse suite, hospitality industry insiders know that modern technology plays a big part in keeping things on track behind the scenes, from the back-of-the-house order management systems that help chefs keep their plates straight to the reservation systems that ensure that a soft bed will be waiting for a weary traveller at the end of a long day on the road. Just like all types of technology, the technology that helps power the hospitality industry is constantly evolving. A brief stroll through the product exhibition hall at any industry conference will reveal just a slice of the hundreds of new styles of software, systems, gadgets, programs, and equipment that are released in the hospitality market each year. Sooner or later, it’s likely one organization will be faced with a challenge that can strike fear into the heart of even the most intrepid of managers: implementing new technology in the workplace. Whether it’s a POS program for the cafe or a reservation system for the bed and breakfast, the prospect of managing technology change can be daunting. Challenge of Downsizing/Layoff Many companies are under intense economic pressure. Reorganizations, takeovers, mergers and downsizing are increasingly common as today’s companies try to grow, compete and survive. Downsizing presents new challenges and demands for everyone in the organization, from the CEO to the telephone receptionist. For managers, the challenge is even greater. Not only do managers have to cope with their own fears and frustrations, they have to support others who are emotionally distraught, even while remaining positive and productive. There’s no doubt about it—it’s a tough time to be in business. Whether one owns the company, hold a position in senior management or work in human resources, there is a lot of pressure on him/her to ensure that the organization makes it through the recession with the fewest battle scars possible. Laying people off is easily one of the hardest roles that a manager faces, but it is almost inevitable that at some point in the career one will need to do it. Although it may sound odd, laying people off and retaining people actually go hand in hand. How to conduct layoffs and how to deal with those who remain will directly impact the bottom line. Mishandle either of those two things and will be facing productivity and morale problems. Challenge of Managerial Ethics Ethics is difficult to define in a precise way. In a general sense, ethics is the code of moral principles and values that governs the behaviours of a person or group with respect to what is right or wrong. Ethics sets standards as to what is good or bad in conduct and decision making. An ethical issue is present in a situation when the actions of a person or organization may harm or benefit others. Yet ethical issues can sometimes be exceedingly complex. People in organizations may hold widely divergent views about the most ethically appropriate or inappropriate actions related to a situation. Managers often face situations in which it is difficult to determine what is right. In addition, they might be torn between their misgivings and their sense of duty to their bosses and the organization. Sometimes, managers want to take a stand but don’t have the backbone to go against others, bring unfavourable attention to them, or risk their jobs. Recommendations On How Managers Can Better Handle The Identified Challenges. There are new leadership and management challenges for the 21st Century, to be met against the backdrop of financial uncertainty, technological change and global economic downturn. The world we live and work in is vastly different from that we inhabited just a few decades ago and our approach to leadership and management must adapt to it. Here are the recommendations on how managers can better handle the identified challenges previously discussed: Managing Globalisation i. A cross-cultural approach to management One rationale for taking a cross-cultural approach to management lies in the potential benefits to be gained in performance terms. In addition to practically based benefits in considering our own ‘home’ culture, there has been a long tradition of looking to other cultures for examples of ‘successful’ practice which could be transplanted into work organisations in different societies. Different models may be dominant at different times. ii. Managing people from different cultures a. Recognise the variations in workplace attitudes and behaviour between individuals and groups in different cultural contexts. b. In examining the centrally important topic of motivation managers must develop organizational systems that are flexible enough to take into account the meaning of work and the relative value of rewards within the range of cultures where they operate. iii. Managing Workforce Diversity Recommended steps in managing workforce diversity in organizations are: a. Assessment of diversity in the workplace – Top companies make assessing and evaluating their diversity process an integral part of their management system. A customizable employee satisfaction survey can accomplish this assessment for the company efficiently and conveniently. It can help the management team determine which challenges and obstacles to diversity are present in the workplace and which policies need to be added or eliminated. Reassessment can then determine the success of diversity in the workplace plan implementation. b. Development of diversity in the workplace plan – Choosing a survey provider that provides comprehensive reporting is a key decision. That report will be the beginning structure of the diversity in the workplace plan. The plan must be comprehensive, attainable and measurable. An organization must decide what changes need to be made and a timeline for that change to be attained. . Implementation of diversity in the workplace plan – The personal commitment of executive and managerial teams is a must. Leaders and managers within organizations must incorporate diversity policies into every aspect of the organization’s function and purpose. Attitudes toward diversity originate at the top and filter downward. M anagement cooperation and participation is required to create a culture conducive to the success of the organization’s plan. iv. Recommended diversity in the workplace solutions include: a. Ward off change resistance with inclusion. Involve every employee possible in formulating and executing diversity initiatives in the workplace. b. Foster an attitude of openness in the organization. – Encourage employees to express their ideas and opinions and attribute a sense of equal value to all. c. Promote diversity in leadership positions. – This practice provides visibility and realizes the benefits of diversity in the workplace. d. Utilize diversity training. – Use it as a tool to shape the diversity policy. e. Launch a customizable employee satisfaction survey that provides comprehensive reporting. Use the results to build and implement successful diversity in the workplace policies. Managing Technology Change Here are some recommendations on managing the tech nology change in an organisation: i. Provide as Much Advance Warning as Possible. Human beings are naturally resistant to change, but change that is sudden and unexpected is often most difficult to accept. As soon as one is certain that technology change is in his/her organization’s future, announce the news to the staff. This will give them more time to adapt mentally to the prospect of a future change. If possible, begin training sessions that introduce the basic concepts of the new technology well before the actual date of implementation. ii. Recruit A Group of Staff Facilitators. Call on a few ambitious, interested, or tech-savvy employees to act as project leaders for the technology change. They can sit in on the planning and implementation meetings and convey new developments to the other employees in their departments. Also, having a few key â€Å"cheerleaders† who are in favour of the project from the start can help bolster the staff’s morale during the challenge of implementation. iii. Begin System Training in a Low-Pressure Environment. The hospitality industry is famously fast-paced, so booting up a new POS system right before the dinner rush is probably not the best way to boost the team’s confidence in the new technology. If possible, set up the new equipment in a back room for several weeks of training before the full-scale implementation. Remind the staff of the old adage that the only â€Å"stupid† question is the one that remains unasked. iv. Have a Plan B†¦and Maybe Even a Plan C. Remind the self that a few snags and roadblocks are likely to arise during the first few weeks of using new technology. Make sure that one has developed one or more contingency plans that the team can rely on if the new system becomes inoperable. v. Training Shouldn’t Stop after the New Equipment is up and Running. Don’t disband the technology committee after the new system has been installed successfully. Instead, plan on meeting every month or every quarter to discuss issues, concerns, or suggestions for future upgrades. One can task one or more of the staff with the responsibility of keeping up with new products from the manufacturer and new developments in the field. With the rapid pace of technological change that’s occurring within the hospitality industry today, it’s probably more helpful to think of technology implementation as an on-going process, rather than a one-time project that ends with installation. Although the prospect of change is always unsettling, one can significantly increase the chances that the organization’s shift to a new technology will go smoothly by sticking to these simple strategies. Managing Downsizing/Layoff Here are some suggestions on how one should handle downsizing/layoff: i. Plan layoffs carefully. If one find himself in a position where he need to let people go, don’t act indiscriminately. Take the time to ensure that the layoff plan and the business plan are in sync. Look at the current projects—particularly those that are critical to the business—and don’t forget to plan for the future. Make sure that one has a clear idea of the projects that will get underway once the crisis is over. The last thing one want is to suddenly realize that a mission-critical project is in jeopardy because of letting the wrong people go and now don’t have the talent and resources to proceed. ii. Be prepared. One will make things easier both for oneself and the people he is laying off if one is well prepared. If one need to, write a script and practice it in front of a mirror until one can do it without sounding forced. Make a list of questions that might be asked and have answers ready. Be confident and get to the point—don’t make small talk. Keep in mind that much of what is said in a layoff meeting will not be retained, so have resources available for affected employees, such as information on benefits, separation terms, and important contacts and other written information. Also, make sure one have fully planned the necessary post-layoff logistics. Will employees be allowed to say goodbye to colleagues? Will they be permitted some time to gather their belongings? Will you offer to pack up their things and have the boxes delivered to their home address? iii. Know the law. One thing one really don’t need—in a recession or at any time—is a costly court battle, so make sure one know the responsibilities as an employer. The law stipulates that employees must get either some notice prior to dismissal or be compensated instead, although the particulars vary depending on the province or territory. There are also certain rules that apply when lying off groups of individuals, but again, the laws are different depending on the province. Speak to a lawyer or contact the provincial labour board to make sure that one are meeting the obligations in accordance with the law. iv. Treat people with dignity and respect. It is human nature to shy away from uncomfortable situations, but as a manager one don’t have that luxury. Distancing yourself because you feel bad won’t make anyone feel better. Remember, this is not one fault, and avoiding people will not minimize feelings of guilt or hurt. In fact, it will make them worse. Be kind and compassionate. Losing one job can be a humiliating experience, so give people the respect they need. However, the recession will end eventually, but what one should do between now and then could have a direct impact on whether your business thrives—or nosedives. When the recession is finally over and business starts to return to normal, make sure that one and one’s employees are ready. Managing Ethical Decision Making Most ethical dilemmas involve a conflict between the needs of the part and the whole – the individual versus the organization or the organization versus society as a whole. Sometimes ethical decisions entail a conflict between two groups. Managers faced with these kinds of tough ethical choices often benefit from a normative strategy—one based on norms and values—to guide their decision making. Normative ethics uses several approaches to describe values for guiding ethical decision making. Four of these approaches that are relevant to managers are the utilitarian approach, individualism approach, moral-rights approach, and justice approach. i. Utilitarian approach Under this approach, a decision maker is expected to consider the effect of each decision alternative on all parties and select the one that optimizes the benefits for the greatest number of people. In organizations, because actual computations can be complex, simplifying them is considered appropriate. ii. Individualism Approach The individualism approach contends that acts are moral when they promote the individual’s best long-term interests. Individual self-direction is paramount, and external forces that restrict self-direction should be severely limited. Individuals calculate the best long-term advantage to themselves as a measure of a decision’s goodness. The action that is intended to produce a greater ratio of good too bad for the individual compared with other alternatives is the right one to perform. Individualism is believed to lead to honesty and integrity because that works best in the long run. Lying and cheating for immediate self-interest just causes business associates to lie and cheat in return. Thus, individualism ultimately leads to behaviour toward others that fits standards of behaviour people want toward themselves. iii. Moral-Rights Approach The moral-rights approach asserts that human beings have fundamental rights and liberties that cannot be taken away by an individual’s decision. Thus, an ethically correct decision is one that best maintains the rights of those affected by it. iv. Justice Approach The justice approach holds that moral decisions must be based on standards of equity, fairness, and impartiality. Three types of justice are of concern to managers which are: a. Distributive justice requires that different treatment of people not be based on arbitrary characteristics. Individuals who are similar in ways relevant to a decision should be treated similarly. Thus, men and women should not receive different salaries if they are performing the same job. However, people who differ in a substantive way, such as job skills or job responsibility, can be treated differently in proportion to the differences in skills or responsibility among them. This difference should have a clear relationship to organizational goals and tasks. b. Procedural justice requires that rules be administered fairly. Rules should be clearly stated and consistently and impartially enforced. c. Compensatory justice argues that individuals should be compensated for the cost of their injuries by the party responsible. Moreover, individuals should not be held responsible for matters over which they have no control. Summary Henry Mintzberg concluded that managers perform 10 different roles or behaviours. He classified them into three sets. One set is concerned with interpersonal relationships (figurehead, leader, and liaison). The second set is related to the transfer of information (monitor, disseminator, and spokesperson). The third set deals with decision making (entrepreneur, disturbance handler, resource allocator, and negotiator). This chart summarizes a manager’s ten Mintzberg’s Managerial Roles: Category| Role| Activity| Informational| Monitor| Seek and acquire work-related information| | Disseminator| Communicate/ disseminate information to others within the organization| | Spokesperson| Communicate/transmit information to outsiders| Interpersonal| Figurehead| Perform social and legal duties, act as symbolic leader| | Leader| Direct and motivate subordinates, select and train employees| | Liaison| Establish and maintain contacts within and outside the organization| Decisional| Entrepreneur| Identify new ideas and initiate improvement projects| | Disturbance Handler| Deals with disputes or problems and takes corrective action| | Resource Allocator| Decide where to apply resources| | Negotiator| Defends business interests| Building an internationally competent workforce whose members know the business and are flexible and open-minded can take years. Multinational organizations can no longer rely on just a few managers with multicultural experience or a few experts on a particular country to succeed. I n short, all employees must have some minimal level of international expertise and be able to recognize cultural differences that may affect daily business communications and working relationships. As a result of the increasingly global business environment, many companies are building teams that cross-national borders and/or include members from different countries of origin. Although many of these teams are designed to pool resources and increase operational efficiencies, the cultural diversity of team members may create a longer learning curve for establishing effective processes than culturally homogeneous groups. This chart summarizes a manager’s challenges and recommendations in managing the challenges: Challenges| Description| Recommendation| Challenge of Globalisation| Organisations integrating, operating and competing in a worldwide economy| i. A cross-cultural approach to management ii. Managing people from different cultures| Challenge of Workforce Diversity| Leading a diverse work force| i. Ward off change resistance with inclusion ii. Foster an attitude of openness in the organization iii. Promote diversity in leadership positions iv. Utilize diversity training v. Launch a customizable employee satisfaction survey that provides comprehensive reporting| Challenge of Technology Change| Advancing and implementing technological innovation in the workspace| i. Provide as Much Advance Warning as Possible. ii. Recruit A Group of Staff Facilitators. iii. Begin System Training in a Low-Pressure Environment. iv. Have a Plan B†¦and Maybe Even a Plan C. v. How to cite Challenges Faced by Managers in Practicing Organisational Behaviour, Papers

Foo Fighters free essay sample

If you came up to me two years ago and said that Dave Grohl would form his own band, I would have laughed. I mean, come on. At that time he was simply the third guy from Nirvana, the guy with the long hair. Sure, he was a good drummer, but start his very own quartet, where he would not only sing, but also play the guitar? Oh, COME ON. Well, its two years later. And last week, I, foot neatly inserted in mouth, drove to the Danbury Fair Mall, strode down to the record store, and picked up the self-titled debut album from Daves band, the oddly named Foo Fighters (many people mishear or misread it as Food Fighters). And I must say, I was mighty impressed, not just with the fact that, contrary to my beliefs, Dave actually knew how to play the guitar, but also with the fact that this is not another band ripping off Kurt Cobain and his mighty songs about depression, pain, and alienation. We will write a custom essay sample on Foo Fighters or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The Fighters have a sound somewhat similar to Nirvana (you can almost feel the force of Cobains soul in the angry guitars ), but the songwriting is all very original (all the songs were written by Grohl). And for the die-hard Nirvana fans looking for a mix of slow tunes, thrashy melodies and that ever-present speed-metal-like song present in every Nirvana album, its all there. And surprisingly, the speedy ode to Cobain and his ultra-quick drum-beat songs that were the staple of Nirvana recordings (Polly and Breed, just to name a few), Watershed, is surprisingly good. While I would eventually tire of Cobains endless screaming on these two, I never tire of Grohls voice. Cobains was a deep, dark voice that could make your ears bleed at the proper volume; Grohls is more melodic and (dare I say it: soulful.). It has many different tones, and even at its deepest, you still wont want to turn the stereo down. (It saddens me to think what Smells Like Teen Spirit or All Apologies would have sounded like with Grohl at the microphone instead of Cobain). And it doesnt end there. Besides Watershed, two other songs especially stood in my mind: the two singles, This is a Call, where you get to hear the melodic tone of Grohls voice as he sings this loose, breezy tune thats not much about anything, and Ill Stick Around, where you also hear his fiercely enraged voice with his melodic one. I Dont Owe You Anything! sings Grohl, as though he was shouting at the millions of Cobain fans who wanted him to keep Nirvana alive with the bands guitarist. Yet, ironically, in a way he has. Will fans of Nirvana like Foo Fighters? Not necessarily. They have an only slightly similar sound, and their songs are more upbeat than Kurt Cobains tales of alienation. But Im sure the die-hard fans will accept Grohl and his new band, and Im also sure many non-Nirvana fans will get interested in Foo Fighters highly-listenable tunes. Maybe that was Grohls mission all along C to wake up the depressed Nirvana fans and introduce them to something slightly less dark, songs that dont bring you down. Mission accomplished, Dave. Grade: B+ .

Interprofessional Collaboration In Practice Social Work Essay Essay Example

Interprofessional Collaboration In Practice Social Work Essay Essay Interprofessional instruction ( IPE ) is an juncture where two or more professionals learn with, from and about each other to ease coaction in pattern ( CAIPE, in Freeth et al 2002:11 ) . Barr ( 2005 ) noted that the degree of attention given to service users was adversely affected by the bias and ignorance some professionals brought with them when working together. IPE seeks to turn to this. Carpenter ( 1995 ) writes how IPE was hence devised to better the dislocation in trust and communicating between professions. Service users have demands that can non be covered by one profession entirely ( Means, 2010 ) hence the demand for effectual coaction. The two twenty-four hours conference provided an chance for coaction between a scope of wellness attention professionals There were a big figure of nurses on my group tabular array and I decided to do this experience a positive one and develop my larning to profit my hereafter pattern. It appeared as though all members of the group were confident talkers and I briefly wondered if we would let each other the chance to be heard or give each other clip to speak. However, we all had infinite to speak, were listened to and valued for our parts. I felt this was a positive start to the group work. We will write a custom essay sample on Interprofessional Collaboration In Practice Social Work Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Interprofessional Collaboration In Practice Social Work Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Interprofessional Collaboration In Practice Social Work Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We discussed the stereotypes attached to our professions, there were more for societal work than there were for other professions, although I heard nurse s described as rough and loud . Unfortunately one of the nurses in our group acted as judged when she had an statement on the 2nd twenty-four hours with another nurse, in position of all go toing the conference. Sellman, cited in Pollard, et Al ( 2000:156:171 ) writes Peoples have fixed ways of behaving and act consistent with their characters. He besides voices how influences from a personal, professional and structural position can impact whether practicians seek to be willing, swearing or leaders in interprofessional working. The behavior of this pupil allowed others to see an unprofessional side of her and may hold re-inforced bias. Mandy et Al ( 2004 ) compose about how the bringing of health care is affected by interprofessional stereotypes, competition and tribalism. It was reviewing to hear of the positive experiences some of the nurses had with societal workers. Some nurses thought that societal workers had a unsmooth trade ; a remark from one of them was It s so unjust ; you are dammed if you do and dammed if you do nt, but I think you people are to be admired for all you do . It made me gain that non all professions have a negative feeling of societal work. Whilst working on our group sentences ( See Appendix ) , linguistic communication differences were discussed. I felt confident to dispute the word of the usage patient since societal workers are employed in a figure of scenes, hence the usage of the word patient would non ever be appropriate. Dalrymple and Burke ( 2006 ) and Martin and Henderson ( 2001 ) illustrate the footings used to depict those in reception of services will ever be a beginning of treatment and alteration, but it could be argued that the footings that professionals use can hold negative intensions for the individual. Bruce and Borg ( 2002 ) discourse the term patient reenforcing the ill function and making the thought that the single demands to be taken attention of. The group agreed jointly to utilize the term service user , nevertheless Heffernan ( 2005 ) draws us to recognize that this term can be damaging to the ethical patterns of societal work. Heffernan proposes that labelling persons with this term cou ld circulate their sense of dependance on services. Upon contemplation I realised that as professionals we need to be sensitive to the penchants of the person. Communication and service user involvement were issues discussed at great length within the group. The usage of slang between professions and illegible script meant it was hard to entree information associating to care and made it debatable for service users to lend. Reeves et Al ( 2010:65 ) provides a annihilating illustration of hapless communication- a patient holding incorrect site surgery . We discussed state of affairss that had hapless results for service users and its links to uneffective communicating. On contemplation, the absence of effectual communicating and constructive relationships within the interprofessional squad impacted on the ability to work collaboratively. Hirokawa cited in Royeen et Al ( 2009:49 ) high spots communicating is the cardinal constituent to interprofessional working and Tomlinson et Al ( 2008:108 ) puts communication cardinal in order to supply a non-discriminatory service that is advancing lingual competency . Knowledge and lucidity of functions is an element key to successful interprofessional squads. Reeves et Al ( 2010:62 ) considers how Clear functions help specify the nature of each squad members undertakings, duties and range of pattern . She clarifies that where each member s function is seen as indispensable and there are clear squad ends teamwork is effectual. Sargent et Al ( 2008 ) adds to Reeve treatment, by doing professionals cognizant that in larning about the functions of other subjects, you need to be cognizant of how they complement your ain pattern, in order for effectual teamwork to go on. The drama by the Dramatic Voices drama group Up to here , allowed an penetration into the positions of service users, carers and professionals and the tensenesss and struggles within those functions ( e.g. necessitating a interruption from caring, force per unit areas of marks ) whilst foregrounding the defeats when one feels unsupported. The DVD Alison Ryan s Story by Patient Voices ( 2010 ) emphasised the importance of carers and their expertness of a status, so should be listened to and more to the full involved. Cooper and Spencer ( 2006 ) explain in their article the of import part service users can do to IPE for pupils at the beginning of their preparation. Service users provided the pupils with existent life illustrations of how they had learnt through experience, enabling them to go experts , and as such stakeholders within the interprofessional squad . Interprofessional working has many benefits for all involved. It can eliminate barriers between professionals, whilst foregrounding the value each profession has to offer. Uniting the demands, accomplishment and expertness from all professionals means that demands are identified Oklahoman, taking to earlier and more effectual intercession. A bundle of attention that is focussed around the person and is more coordinated with a faster deliver clip should ensue in better results. Tirrito et Al ( 1996:31 ) examines the benefits ; The client benefits from the corporate wisdom, professionals benefit from the support of co-workers and society benefits from the riddance of extra services . Decisions from enquiries and current policies have summarised that interprofessional instruction and working are indispensable to good pattern. The National Service Framework for Mental Health ( DH, 1999 ) , The National Service Framework for Older Peoples ( DH, 2001 ) and The National Service Framework for Children ( DH, 2004 ) , Partnership in Action: New Opportunities for Joint Working Between Health and Social Services ( DH, 1998 ) and the Laming Report ( 2003 ) have insisted practicians to embrace an interprofessional attitude to their work. Despite the counsel sing interprofessional working, there are unfortunately instances where this has non occurred ensuing in preventable deceases of kids. Victoria Climbie s decease led to Lord Lamings study ( 2003 ) , placing the failures of professionals to protect her. Irrespective of this, Baby Peter in 2007 and Khyra Ishaq in 2008, die whilst under the attention of several professionals. Serious instance reviews from Haringey and Birmingham ( 2009 and 2010 severally ) sing their deceases underscore unequal communicating ( amongst other failures ) between professionals every bit good as missed chances for intercession. The Government green paper Every Child Matters ( 2004 ) recommended alterations to policy sing information sharing to guarantee all bureaus obtain a full image of a kid s life. Following from this the authorities has released a new guideline Working Together to Safeguard Children ( 2010 ) which provides a national model for persons and professions. It sets out wa ys of working together to safeguard and advance the public assistance of kids. This includes working together with an in agreement program of action, information sharing and recording and guaranting that their work is child-centred, that the focal point is ever on the kid. This should guarantee that farther calamities are avoided at all costs. 1332 words Section 2 DISCUSS HOW YOU WOULD Take AWAY WHAT YOU HAVE LEARNT ABOUT IP WORKING INTO PRACTICE The interprofessional conference was an huge acquisition chance for me. The importance of service user engagement, person-centred planning and communicating within interprofessional squads highlighted in the conference gave me a batch to see for future pattern. Upon contemplation of the conference, I was cognizant that I could be working with people who have non had IPE, so considered how I could join forces with those that are non willing to embrace interprofessional working. This led me to contemplate old experience, my old arrangement experience, my following pattern arrangement and where IPW suit into this. Every Child Matters ( 2004 ) require that all practicians will be involved in information sharing that welcomes all positions as every bit valid ; nevertheless I witnessed a state of affairs that had the opposite consequence. In my old experience as a babys room nurse, I had raised concerns following a revelation from a kid. To summarize, the societal worker dismissed my sentiment, stating that I was unqualified to do any remark as I was merely a nursery nurse . The world that I had a batch of contact with this kid was disregarded. Nurse ( 2007 ) discusses the troubles in interprofessional working where one professional believes that merely they have the expertness and cognition to do a opinion sing concerns. In the hereafter as a SW in an interprofessional squad I may be outnumbered by other professions, but I will show assurance in my profession and my function in order to be heard and will esteem the position of other professionals irrespective of occupation rubric or making. My old pattern arrangement allowed me to see an interprofessional squad in action. I was able to detect a squad meeting for a mental wellness squad. There were professionals represented from wellness and societal attention backgrounds. All professionals were given clip to turn to any concerns they had sing a service user and were able to seek/offer advice from others. Medical and societal positions were taken into history, leting all professionals to work from their ain theoretical base but working in partnership to supply continuity of attention. Martin et Al ( 2001 ) recognize how the sharing of background and experience while placing people s functions within the multidisciplinary squad allows the members positions to be explored. This becomes a beginning of strength, with this integrated pattern holding benefits for service users and patients. I was grateful of the chance to witness the results of effectual interprofessional working. I am trusting for my following arrangement to be in a infirmary scene. In order for my experience of IPE to be extended I will try to invent an action program to maximize my acquisition chances and experience of interprofessional working. I would inquire about the chances where professions interact and inquire to be an perceiver to this ( e.g. discharge be aftering meeting ) . I would inquire for the chance to run into other pupils from other professions at the arrangement in order to portion our acquisition experiences, professional policies and processs in order to recognize similarities. I would set up clip shadowing other professions, in order to acquire a fuller image of their function. I would besides bespeak clip with my arrangement supervisor in order to reflect on IPW and its challenges, troubles and benefits. This pattern could advance relationship edifice for the hereafter, every bit good as stressing how other professionals can back up my function as a societal worker. It would let me to place and develop appropriate accomplishments in my pattern. Hostility between professions could be reduced and coaction and squad kineticss could be increased and improved as those who are non familiar to IPE can see it demonstrated in their pupils. The importance of service user engagement was highlighted in the conference. The Children Act 1989, National Health Service and Community Care Act 1990, and the Community Care ( Direct Payments ) Act 1996 were among the first pieces of statute law related to service user engagement. Policy counsel, pattern counsel and service criterions have developed from this. For illustration, the GSCC ( 2002 ) and Skills for Care ( 2002 ) provide counsel for societal workers related to serve user engagement. I had witnessed illustrations of hapless pattern in the yesteryear where the service user had no determination sing their attention ( e.g. a adult female who speaks Bengali holding her intervention discussed about her with no transcriber sought to explicate it to her ) . Service users now have more power to dispute determinations and garbage attention should they wish, as they are now experts by virtuousness of their experience ( Tanner et al ( 2008:6 ) . Lishman ( 2007:270 ) reminds practicians that keeping meetings with single service users, instance conferences, consultative commissions ( to call a few illustrations ) are power sharing constructions in relation to determinations but the degree of active hearing by societal workers and other professionals guarantee the service users voice is heard and valuable to the determination devising procedure. Wallace and Cooper ( 2009 ) highlight the importance of seting the service user at the Centre and the administrations of services w ith and around them in order to interrupt down the barriers of the administration we work in. I recall on my old arrangement a state of affairs that provides an illustration of person-centred attention. I was at a twenty-four hours Centre of grownups with dementedness and was a detecting a group of gentleman playing dominoes. Upon recognizing a gentleman detecting non playing, I discovered he could nt retrieve how to play. Through joint reminiscing of our seniors playing dominoes and leting the gentleman to remember himself playing when he was in Jamaica, triggered his memory so he was able to play once more. Brooker cited in Innes et Al ( 2006:6 ) signpost four elements indispensable to supplying individual centred attention, one of which is a positive societal environment to enable the individual with dementedness to see comparative wellbeing. Supplying culturally appropriate conversation, every bit good as clip for this gentleman to reminisce allowed him to retrieve a portion of his cultural individuality that was of importance to him and through retrieving how to play dominoes, was able to socially interact with other members of the Centre. The function of a SW is really much dependent on the setting- appraisal, crisis intercession, patient well-being and protagonism are merely a few of the myriad of functions I could set about. Holoskom et Al ( 1992 ) show the multiple roles a SW could be portion of in wellness attention scenes. It highlighted the deficiency of clearly defined function competencies specific to societal work. Wilson et Al ( 2008 ) suggest aˆÂ ¦social workers are less able to specify what their specific part to an inter-professional squad might be aˆÂ ¦ .It could be argued nevertheless that SW are indispensable to how attention is delivered. As a SW I could be assisting patient s job solve and header with state of affairs or unwellness, link persons with resources and services and advance effectual and human-centered service systems. Carlton, cited in Holoskom et Al ( 1992: 8 ) emphasis the significance of the societal workers as being the lone professional who has the cardinal foundation tha t a holistic position of the service user is of extreme importance I have realised that it is of import for me to heighten cognition of medical issues so that I can be knowing when speaking to patients and can take part to the full in interprofessional squads. The squad will besides derive cognition about my function as a societal worker with positions, values and positions being shared in order for my presence to be ocular and effectual to the bringing and construction of wellness attention. I left the conference with a positive attitude to interprofessional working. As one of the following coevals of wellness and societal attention workers I will guarantee that what I have learnt will be used in pattern to guarantee interprofessional working is at the heart of patient centred attention . I would wish to stop with a quotation mark that I feel expresses the procedure of interprofessional working: Coming together is a beginning ; maintaining together is advancement ; working together is success ( Henry Ford 1863-1947 ) 1310 words Appendix -Agreed Group Sentences Communication Issues between Health and Social Care Professionals Effective communicating between the multi-disciplinary squad including the service user and their household is overriding to client centred attention. All communicating should be clear and concise without the usage of slang or abbreviation to ease collaborative working. Contrasting professional positions / values within squads By sing the positions of the service user s and other professionals, practicians are able to broaden their apprehension in order to better bringing of attention. There are contrasting positions and values between professionals but it is our duty and responsibility of attention to compromise for the service user s best involvement. Pigeonholing, power instabilities and squad procedures Although there may be perceived hierarchy s within wellness and societal attention professionals, everybody s different accomplishments, cognition and input is variable to the demands of the service user at that peculiar clip and hence should non be translated into power instabilities and struggles with the Interprofessional team.A It is human nature to organize stereotypes of others but we must notA let this to impact the attention we provide to service users.

Reservoir Dogs Essays (680 words) - Concept Albums, Feces

Reservoir Dogs Essays (680 words) - Concept Albums, Feces Reservoir Dogs Gangsters, violence, murder and corruption !!!!! If these are some of the things that you're into, then this is your kind of movie. Be ready to watch it more than once to be sure to get all the movie has to offer because it jumps from subject to subject and can be a little confusing. The movie on the whole was really great. It was filled with some pretty gory scenes and extreme violent content, Tarantinos' trademark. The way he portrays the real life aspects of crime and violence are unbelievable. I wonder if he experienced some of these things himself and that's why he has a realistic view of them. Then again, I can't really gauge how realistic any of these themes are because after watching this kind of movie it makes me feel like I lead a really sheltered lifestyle. Why does all the violence in Tarantinos' movies become so attractive to us normal people? I think it's because most of his material is underworld stuff. He deals with things we can barely relate to. Topics that are so far fetched to a "normal" person that they kind of hypnotize us into watching. Things happen in his movies that are so bizarre, we can't begin to imagine them happening to us in real life. The weird part is, many of these things DO happen every day. We all know there really are gangsters, mobsters and really low-life people that involve themselves in what we think of as underworld crime. Drug deals.... on a level so great... amounts we can't begin to comprehend. Murders, for whatever reason. Even the thought of hiring someone to kill someone else gives us a goose bump or three. In his movies it's almost like borrowing a cup of sugar from your next door neighbor. Chopping off someone's ear would repulse me and probably make me want to spew my lunch. Tarantinos' characters chop off ears then talk into them as if they were using ma bell. His characters attitudes are totally ruthless. They could give a shit if you were the cousin of the president or a nanny. They have a job to do and they do it. No holes barred, no questions asked, no thought given to actions or consequences. They are almost like robots, zombies of the underworld that have no emotions or respect for the value of life. You would think these characters are drugged or brainwashed, but they're not. It amazes me that people do this kind of shit as if it were just another day. It's as second nature to them as brushing our teeth every morning is to us. Belonging. Everyone likes to feel like they fit in. There is a certain comfort level in belonging to something, anything. Even if it is to a gang of criminal types. I think that's another reason we all relate or get captured by viewing these kinds of movies. I can only compare it to a fraternity; fraternity brothers all belong to an organized group. They have similar interests, goals and acquaintances. All Tarantinos' characters have these things in common. Although they aren't exactly what we would consider acceptable, they all still feel this common bond. It's a sick kind of thing though. When you think of all the things life has to offer, why would you want to involve yourself in all this complicated criminal shit? They jeopardize their own existence because even though they are considered members of the organization, they would snuff each other out in the blink of an eye if the right person told them to do it. !!!! I have to admit I was totally awed by his movie. I couldn't wait for the next scene to start. As a movie maker, his ideas and the way he presents them are phenomenal. He definitely captures his viewers. You don't even want to blink for fear of missing something. I would like to see him do a movie about topics that aren't so bizarre just to see if the movies would be as good.

Write about play Essay Example | Topics and Well Written Essays - 750 words

Write about play - Essay Example Mama is scheduled to get the pension amount, and every member of the family has their own dreams, of what to make of it. As the play progresses, Ruth discovers she is pregnant, but decides upon aborting the baby, because of their financial condition. Beneatha is inclined towards Joseph Asagai, her African friend and rejects the proposal of George Murchison. Walter loses $6,500 that he gave his friend to start the liquor shop business. Mama zeroes in on the house to buy and pays the down payment. However, the family receives a threat from the all-white neighbours, as they do not want them to move in. The end of the play sees the family all set to move in and Beneatha accepting Asagai's proposal. 2. Structure, using Remembrance. Page 157 (bottom) Follow the exercise as written for A Raisin in the Sun.Reread at least one of the scenes we have presented, noting moments when the characters are engaged basically in remembrance. Then write a paragraph in which you make and support a claim about the extent to which the scene is concerned with the past rather than with the present or future. When Mama talks about her dream, she slips into the past, wherein she painfully recounts the dream her husband and she shared---to move into a beautiful house of their dreams. This is one instance where she moves to the past. She describes her husband's dream of owning a house, and asserts that it is her dream now----to fulfill her husband's. This dream of hers is more concerned with the past than of the present and the future, because of the sheer feasibility factor. Towards the end of the play, we do see the family sticking to their decision to move into the new house, however, amid threat and scathing hatred and hear. 3. Character Development. Page 159 Follow the exercise as written except choose a scene from A Raisin in the Sun. This paragraph will probably be longer than others, but you do not have to write an informal essay as indicated by the writing prompt. Choose one of the scenes we have excerpted, and write a brief, informal essay in which you examine the scene for signs that either or both of the characters will eventually change. In my opinion, the scene that involves Walter Lee talking about investing money in business and convincing his family about giving him a part of the pension money t get into liquor business with his friend is one that shows some signs that the character of Walter Lee is a round character. His character is one that exhibits signs of change, though the play does not go on into the future, to prove that part. In the beginning, Walter is shown as a person who is a defiant husband and a belittling brother. He is someone who harbours dreams of making it as a businessman, though he is presently not too productive. He takes the step and invests part of the pension money in the liquor business his friend and he propose to begin. However his friend runs off with the money and Walter loses the amount. Towards the end of the play, Walter transforms in a man, by refusing to quit moving into the all-white neighbourhood and thereby, shattering his Mama's dreams. He stands up for what the family believes in and refuses to give in. This reveals his strong mind-set and

Can parents who abuse drugs and alcohol be good enough parents Essay

Can parents who abuse drugs and alcohol be good enough parents - Essay Example In 2006, a study revealed that about 5% of all adults in the UK are alcohol-dependent with one out of 24 parents drinking heavily; these figures put about one million children living with alcoholic parents (In the news, 2006). The Institute of Alcohol Studies (2009) also revealed in their latest statistics that 22.1% of children in the UK are living with alcoholic parents; and about 8% of children in the UK are living with parents who are drug abusers. Moreover, 3.6% of children live with parents who are both alcohol and drug abusers (Institute of Alcohol Studies, 2009). In other words, these children are put at risk of being exposed to neglectful and abusive parents. Alcohol abuse and substance abuse potentially affect entire families and these are also habits which, if not stopped, are often passed on from generation to generation (In the News, 2006). With the above considerations, this paper shall now answer the question: can parents who abuse drugs and alcohol be good enough pare nts? This discussion shall use relevant literature, theoretical frameworks and research findings in order to come up with a thorough and critical understanding of the subject matter. Various studies and researches shall be evaluated in relation to this subject matter, analysing them for validity and credibility. Drugs and alcohol have different effects on different people. Shaw points out succinctly that â€Å"the good and bad effects of alcohol lie in complex psychological and sociological continua...Concepts of use and abuse have therefore been open to equally wide interpretations† (Shaw, 1978, p. 41). The effects of drugs and alcohol largely depend on a person’s physiology and sociology. Indeed, the adage, â€Å"being able to handle one’s drink† is appropriate in determining the effect of alcohol on a person. Some people may be able to handle their drink well, and others, not at all. Nevertheless,

New business proposal Essay Example | Topics and Well Written Essays - 4000 words

New business proposal - Essay Example This paper also contains the market analysis of the product, describing the industry, size of the market, and the description of the product. It is very difficult for the company to achieve success in penetrating the American market without ban elaborate and effective marketing strategy. This paper contains the marketing strategy that the organization should use, and the estimated financial flow that the project intends to attract. The company intends to start making some profits during its third year of operations. The product of the company under review is ASOS.com. This is a British online company that is responsible for selling beauty and fashion products. The target markets of the company are young adults. Furthermore, the company manages to sale over 850 clothing brands, and it also has its own brand of accessories and clothing materials. As of the year 2013, the company was able to make a sale of 753.8 million pounds. The products that the company manages to sale are menswear, womenswear, beauty products, jewellery, accessories, footwear. On each and every week, the ware house of the company normally comes up with new products, aimed at replacing the already sold out products. The major disadvantage is that these products removed from the warehouse are not unique (Sachdev, 2004). This is a major disadvantage to the company, and it ought to invest heavily in research and development for purposes of developing unique products aimed at catering for the needs of its target market. ASOS.com has various websites that target markets in USA, UK, Australia, Germany, China, Italy, Spain, Russia, etc. These are not the only countries that the company operates in, and this is because it normally ships its products to over 237 countries of the world. It has two distribution centres in the United Kingdom, which is responsible for undertaking this job. The company has approximately 21 million unique customers per month, and 7 million active or permanent

Case Study: Pre Eclampsia | Essay

Case Study: Pre Eclampsia | Essay This essay is based on a case study and will discuss the underlying pathophysiology, management and psychosocial aspects a patient faces when diagnosed with pre-eclampsia. Information was obtained through the patient and from their medical notes. Section A: Case History JB is a 38-year-old, gravida 4, para 0, Caucasian female who presented in hospital at 36 weeks plus 5 days gestation with sudden development of oedema in the face and upper and lower extremities along with a severe headache. On examination her blood pressure (BP) was elevated at 171/107 mmHg. Her pulse 81 beats per minute (bpm), respiratory rate 15 breaths per minutes, and temperature was 36.4  °C. Her urine sample showed ++ 2 proteinuria. There was evidence of oedema in her face and upper and lower extremities and her lower deep tendon reflexes were brisk but without any clonus. JB denied any visual disturbances and epigastric pain. On palpitation of the abdomen, the symphysio-fundal height was 38cm. The fetal lie was longitudinal and the back appeared to be on the right. The presentation appeared to be cephalic and the head was 3/5 engaged. Electronic fetal monitoring showed fetal heart rate at 135 bpm, with reassuring variability. There was no deceleration and acceleration was normal. It was also noted that contractions were absent. Her antenatal care had been shared between the hospital and her general practitioner and was uneventful until she was admitted to hospital on this occasion. On briefly reviewing JBs past medical history she has seasonal allergies as well as long standing asthma in which she uses salbutamol inhaler to relieve her symptoms. JB also has a history of depression. In her family history her father suffers from hypertension as well as cirrhosis and her mother has a remarkable medical history of extensive medical conditions such as hypertension, angina, and transient ischemic accidents. Both her maternal grandparents had a history of type 2 diabetes. With regards to her social history, JB works as a customer assistant and lives with her partner. JB has never smoked, and has not taken alcohol since finding out she was pregnant. Her past obstetric history is remarkable for recurrent miscarriages. She had two miscarriages at 6-8 weeks and one ectopic pregnancy a year and a half ago which miscarried naturally at 10 weeks. The initial investigations showed; a normal full blood count, liver enzymes and creatinine. However urate (0.37 mmol/l) and the protein: creatinine ratio (44 mg/mmol) levels were elevated. JB is demonstrating key cardinal symptoms of pre-eclampsia including hypertension, proteinuria, oedema, and increased reflexes.1 A diagnosis of severe pre-eclamptic toxaemia was made, JB was admitted and treatment was commenced with 10mg nifedipine. With JB being admitted onto the ward, there was continuous monitoring of BP and fetal monitoring using cardiotocography (CTG). The next morning JBs BP stabilised to 128/74 mm Hg and she reported feeling better. With the BP stable and a reassuring CTG a decision to induce delivery was made and she was given Prostaglandin E2 (PGE2) over three days. However there was poor response and the cervix remained obstinately unchanged and so it was decided the baby would need to be delivered via caesarean section. Section B: Pathophysiology Pre-eclampsia is part of a range of conditions known as the hypertensive disorders of pregnancy.2 It is defined as a multisystem disorder characterised by the new onset of raised BP (≠¥140/90 mm Hg) and proteinuria (at least 1 + on dipstick or ≠¥0.3 g/24 hours) after 20 weeks of gestation.3-5 Although the triggering event initiating the syndrome is unknown, a two stage model of pre-eclampsia has been proposed (figure 1).1,6-9 The primary asymptomatic stage, characterised by inadequate remodelling of the placental vasculature during the first trimester results in reduced placental perfusion leading to placental ischemia and release of placental products into the maternal circulation.1,6,7 Consequently this initiates the second symptomatic stage, the maternal syndrome in which endothelial dysfunction precedes the clinical manifestations of the disease including characteristic hypertension, proteinuria, and glomerular endotheliosis.1,6,7 There is also risk for developing the H ELLP syndrome (haemolysis, elevated liver enzymes and low platelets), progression to eclampsia, and end-organ damage.1,6,7 Stage 1 In normal pregnancy, following implantation, the surface trophoblast cells of the adhering blastocyst differentiate into an inner cellular layer, the cytotrophoblast, and an outer syncytiotrophoblast.10,11 The undifferentiated cytotrophoblasts found in the inner layer can develop into hormonally active villous syncytiotrophoblasts, extravillous anchoring trophoblastic cell columns, and invasive intermediate trophoblasts.10 The extravillous trophoblastic cells proliferate from the tips of anchoring chorionic villi to form the cytotrophoblast shell which line the uterine cavity.10,11 Cytotrophoblasts continue to migrate through the uterine endometrium until they reach the spiral arteries, by which time they have differentiated into an endothelial-like cell type.10,11 Endovascular trophoblast cells begin to remodel the spiral arteries by replacing the endothelium and smooth muscle cells resulting in the destruction of medial elastic, muscular and neural tissue.10-12 These physiological changes result in an increased vessel diameter leading to the creation of a low-resistance arteriolar system with the absence of maternal vasomotor control, and therefore allowing a notable increase in blood supply to the developing fetus.7,10 In pre-eclampsia this physiological dilatation does not occur adequately thus resulting in placental hypoperfusion and ischemia.1,8,10 The ischemic placenta may lead to the production of cytokines and growth factors as well as simulate placental apoptosis or necrosis, resulting in release of humoral or particulate materials into maternal systemic circulation that promote generalised maternal vascular endothelium dysfunction, culminating in the clinical manifestations of pre-eclampsia.1,8,10 The invasion of trophoblast cells is regulated by factors expressed by the decidual barrier.7,10 These factors include cell adhesion molecules, extracellular matrix, proteinases, growth factors and cytokines.7,10 Malfunctions in any these factors may lead to poor trophoblast invasion and subsequently pre-eclampsia.7,10 Immunological factors play a main factor in pre-eclampsia.7,10,11 Abnormal placentation may be the result of maternal immune rejection of paternal antigens expressed by the fetus. Normally HLA-G, a class 1B MHC antigen, expressed by the extravillous trophoblasts protects from natural killer cell lysis.11-13 Women who develop pre-eclampsia do not appear to express this HLA-G and therefore are not protected.7,10 Stage 2 The clinical manifestations of pre-eclampsia can be linked to the pathophysiological changes that occur including vasoconstriction, activation of coagulation cascade and reduced plasma volume.14 Development of hypertension is a key feature of pre-eclampsia.1,8,14 During normal pregnancy, although through maternal physiological adaptations there is a 30-50 % increase in cardiac output, the decrease in peripheral vascular resistance results in decreased arterial BP.14 However, those who develop pre-eclampsia experience widespread vasoconstriction, increased peripheral vascular resistance, and decreased cardiac output.1,13 Evidence shows there to be an exaggerated sensitivity of the vasculature of women with pre-eclampsia to all vasopressors hormones, best known is the increased responsiveness to angiotensin II.1,13 This increase in vascular reactivity is thought to be due to an alteration in the balance of prostaglandins as a result to the damage to vascular endothelial damage.1 JBs BP when she presented was 171/107 mm Hg. This is a considerably elevated and can be defined as severe pre-eclampsia (≠¥160 / ≠¥110 mm Hg).2-4 Although fluid retention and oedema occurs in patients with pre-eclampsia they are also a feature of normal pregnancy.1 Plasma volume increases by approximately 50% in uncomplicated gestations and normal gravidas sometimes experience oedema.1 However in pre-eclampsia plasma volume is decreased by 15-20% and in these cases women experience rapid weight gain and generalised oedema as a result of an abnormal shift of extracellular fluid (ECF) from the vascular to the extravascular compartment hence maintaining a low plasma volume and an increased interstitial fluid volume.1,14,17 With excessive accumulation of interstitial ECF, the presence of peripheral oedema particularly in the face and hands is seen. JB haemoglobulin was 130g/l, reflecting the haemoconcentration seen in pre-eclampsia as a consequence of the reduced intravascular volume.1 Women with pre-eclampsia also have noticeably reduced renal plasma flow (RPF) and glomerular filtration rate (GFR).1 The decline in RPF is attributed to vasoconstriction, whereas the fall in GFR is related both to the decline in RPF as well as to the morphological changes in the kidney.1 These characteristic pathological changes of pre-eclampsia are known as glomerular endotheliosis and comprise mainly of diffuse glomerular endothelial cell swelling, enough to obstruct the capillary lumen.1,7,8,13,15 The morphologic lesion is accompanied by functional changes in renal hemodynamics which correlates best with the magnitude of hyperuricemia and proteinuria.1,5 Early to middle pregnancy serum uric acid usually falls well below 0.24 mmol/l, in patients with pre-eclampsia levels often rise >0.27 mmol/l as seen in the case of JB (0.37 mmol/l).14 A number of studies have correlated the rise in serum uric acid with the severity of pre-eclampsia and with the extent of glomerular injury.5,8 JBs PCR levels was also measured to estimate the extent of proteinuria. The result recorded 44 mg/mmol predicts significant proteinuria, the threshold being >30mg/mmol.17 Left untreated, pre-eclampsia can proceed to life threatening convulsions termed eclampsia.18 Another specific complication that can arise from pre-eclampsia is the HELLP syndrome, which is illustrated by the sudden appearance of a microangiopathic haemolytic anaemia, elevation of liver enzymes and a rapidly falling platelet count.18 In these cases rapid interruption of pregnancy is required to avoid hepatic or renal failure, sepsis, or even death.1,6,7,15,18 Section C: Management Treatment for hypertension in pregnancy raises a series of challenges to the healthcare team.17 An in-depth knowledge of the adaptive physiological, psychological and social processes is required in order to choose the optimal management for the mother and her fetus.17,19 Incomplete understanding of the aetiology in pre-eclampsia has hindered attempts at prevention.12,17 However effective and adequate prenatal care management of pre-eclampsia has led to the reduced mortality related to this disorder.15,16 This includes early detection and referral of women at high risk, careful monitoring with prevention and treatment of complications, and a decision regarding timely delivery.15,16 Delivery remains the definitive treatment for pre-eclampsia even though the disease progression may not resolve immediately.8 Following diagnosis of pre-eclampsia, management relies on the initial observations recorded of both mother and fetus.4,16 The central goal of management of pre-eclampsia is ultimately to protect the wellbeing of the mother and prevent progression to eclampsia and then the delivery of a healthy newborn.4,16 While delivery is always suitable for the mother, it might not be appropriate for a premature fetus.4,16 Therefore the decision to deliver is influenced by the mothers condition, gestational age and status of fetus at the time of assessment.4,16 JBs management was given in accordance to guidelines from Royal College of Obstetricians and Gynaecologists.5,17 Based on JB diagnosis at 36.5 weeks she was admitted to hospital with the decision to induce labour and allow a vaginal delivery. Observations of vital signs including BP, heart rate, oxygen saturations, and respiratory rate were recorded every 15 minutes along with continuous CTG monitoring.5,15 A 10 mg dose of oral anti-hypertensive nifedipine was given to stabilize her BP before she could be induced. The sole need to treat is to prevent the hemorrhagic squeal of hypertension, in particular cerebral haemorrhage, rather than alter the progression of the disease process.2 Antihypertensive drug therapy is advised for pregnant women with systolic BP of ≠¥ 160 or diastolic BP ≠¥ 110 mm Hg.2,5,17 The goal of treatment is to lower systolic pressure to 130-150 mmHg and diastolic pressure to 80-100 mmHg.5,17 It is also important that BP is lowered gradually to prevent hypotension as placental perfusion can be adversely affected and compromise the fetus15. With a conservative management plan in place and JB stable, the BP was measured every four hours during the day. Full blood count, renal and liver function tests, were all carried out daily.5,17 There are many possible choices of antihypertensives that are appropriate in pregnancy.8 Methyldopa and labetalol are first line antihypertensive drugs used in treatment of pre-eclampsia.4,5 Methyldopa is a centrally acting alpha2 agonist that reduces sympathetic outflow activity.15,20 Although it has a long track safety record, due to the common drug side effects of depression, in the case of JB with a history of depression it was agreed an alternative should be used.14,15 The use of labetalol was also contraindicated in JB case as she is asthmatic.5 Labetalol is a non selective beta blocker and a selective alpha blocker.15,21 As both of these were contraindicated in JB case, nifedipine was prescribed instead. Nifedipine is a type 2 calcium channel blocker which is usually used as a second line agent in cases where BP is noncompliant to treatment with methyldopa and beta blockers.15,20,21 It acts by inhibiting the inward transfer of calcium ions from extracellular space and by the inhibition of uptake by smooth muscle cells.15,20,21 Its primary effect is to cause smooth muscles relaxation.15,20,21 Nifedipine has become a widely used antihypertensive, owing to its ability to vasodilate the vasculature with rapid onset and its full reversibility on discontinuing the drug.15,20,21 With respect to use of drugs in pregnancy, nifedipine has been rated as a Category C drug.21 This means that its use is recommended only when likely maternal benefits are seen to outweigh possible fetal effects, as the teratogenic effect of the drug on the fetus is uncertain.21 Once the BP was stabilized, induction of labour commenced. It is recommended that women in presence of severe pre-eclampsia at or beyond 34 weeks gestation to be induced to prevent the progression of the disease to eclampsia.5 Induction of labour was stimulated via PGE2, which contains dinoprostone. Its mechanisms of action are similar to the natural cervical ripening process.22,23 It is administered intravaginally to induce cervical ripening by directly softening the cervix, relaxing the cervical smooth muscle, and producing uterine contractions.22,23 There has been some debate of the use of dinoprostone in women with a history of asthma; however PGE2 is a bronchodilator, thus not contraindicated to use, in JB case. 23 For women whom there is a concern about the risk of eclampsia, it is recommended they receive magnesium sulphate as a prophylactic to protect against seizures, however in JBs case it was held off. The MAGPIE study demonstrates that the risk of eclampsia is more than halved in these women.5,8,24 However, it is also worth noting that only 1-2 % of pre-eclamptic women in the UK had fitted in the absence of anticonvulsant treatment.24 After magnesium sulphate is administered, extra caution is needed due to the potency of the drug which can lead to respiratory depression especially where nifedipine has previously been taken.21 When magnesium sulphate has been prescribed, it should be continued at least 24 hours post partum, as the risk of eclampsia does not resolve immediately after delivery. 5,14,15,24 The majority of women following deliver with severe pre-eclampsia will require inpatient care for four days or more.5 JB was discharged on the forth day after careful review of her clinical signs. She was continued on her anti hypertensive treatment, and was to be reviewed as an outpatient. JB was also offered a postnatal follow up to discuss the events of the pregnancy as well as preconception counselling.5 Section D: Psychological and Social Aspects Epidemiology Pre-eclampsia complicates about 2-8 % of pregnancies and may have serious effects on the mother and child, which makes it important threat to pubic health in both developed and developing countries. 2,24,25 Worldwide maternal mortality and morbidity from pre-eclampsia and eclampsia remains high, it is estimated to be responsible for approximately 12 % of maternal deaths per year. 24 It is estimated that pre-eclampsia is accountable for 67% of the referrals to day care assessment units, 20% of antenatal admission and 25% of obstetric admissions to intensive care units in the UK .26 The cost of treating pre-eclampsia varies between  £500- £10000 including the sum of hospital stay, induction costs, mode of birth, and pre-admission costs.17 Due to improvements in antenatal care in the UK, syndrome of eclampsia and development of HELLP syndrome is now rare.17 Eclampsia is reported in 1 in 2000 pregnancies.8,15,25 Also perinatal mortality rates are gradually improving, due to advances in antenatal care, early detection, improved anaesthesia, early delivery and expert neonatal paediatric care.15 Factors associated with an increase risk of pre-eclampsia include nullparity, African-American ethnic background, multiple gestations, obesity, chronic hypertension, molar pregnancy, family history of pre-eclampsia and a previous history of pre-eclampsia.4,8 Psychosocial Women who experience pre-eclampsia are exposed to significant amount of psychological and social stress.27 These stress disturbances in turn may have a significant impact on the mother and baby during the important early months following delivery.27,28 Pre-eclampsia is a disease which develops without warning therefore as JB reported, she found herself having to deal with the unexpected and dramatic changes in fetal health risk as well as her own all of a sudden. The diagnosis of pre-eclampsia initiates feelings of fear, shock, and sometimes even disbelief particularly to those experiencing it well before term. Shock comes from the fact that they were being hospitalised and felt unprepared for delivery.27,28 JB was very nervous after being admitted to hospital as she and her baby were regularly monitored and the realisation of the serious consequences the disease possess.28,29 There was also a sense of frustration as well as disempowerment as JB felt she had no control over the situation, and it was no longer just a personal responsibility. These feelings were amplified through the lack of sufficient information given on the disease, not completely informed about her actual situation, and on the medical decisions being made.27,28 JB was very emotional as she felt responsible for developing pre-eclampsia and worried about the risks she may have propelled on her child. Other psychological stresses were requirement of bed rest, boredom and being separated from her partner during hospitalisation.28 For those women who are diagnosed well before term, there is a greater risk of prematurity.28 These women being unprepared for the experience of delivering a premature baby can be a major component of shock and fear experienced. When progression of disease leads to complications, an emergency caesarean section which is usually performed can be very traumatic experience and life can suddenly be thrown into chaos. 27,28 These women usually have less early contact with there baby and are less likely to breast feed as they are recovering from surgery.27,28 For those who unfortunately loose their baby, they will be faced with the complex and traumatic events of grieving. This grieving process can be coupled to relationship problems as partners usually grieve differently.28 Women with pre-eclampsia are at increased risk of reoccurrence with subsequent pregnancies; therefore it is important they are advised of this if they wish to conceive again.28,30 The experience of severe pre-eclampsia may be overwhelmingly stressful. There is little time to adjust to new realities. Women may blame themselves adding the burden of guilt to the acute emotional chaos that follows diagnosis. Conclusion In conclusion, pre-eclampsia remains a global problem and a clinical challenge. It is a significant cause of maternal and perinatal mortality and morbidity. As the triggering factors remain unknown, prevention of the disease becomes difficult. At present, the only treatment option for pre-eclampsia is delivery, but this is not always simple and usually involves a risk-benefit balance between health of mother and the maturity of the fetus.